what is RPO? your questions answered.

While aligning to changing business demands, effective RPO solutions are also evolving their capabilities in key talent acquisition best practices. Our RPO at a glance web page is your quick and easy resource on how recruitment process outsourcing (RPO) can support your talent acqusition strategy.

 
Getting started with RPO. Everything you need to know about Recruitment Process Outsourcing.

what is RPO?

Recruitment process outsourcing can support part or all of your company’s permanent workforce hiring through a comprehensive set of external recruitment resources. Offering process excellence, scalability, cost savings, a technology stack and predictive analytics, RPO delivers access to critical talent quickly using world-class recruitment methodologies and market insights.

An RPO solution can be customized with a specific set of services to directly address your company’s goals, requirements and recruiting challenges. Recruitment resources can be scaled up or down based on changing hiring needs, providing you with a high degree of agility. Some RPO partners also offer career transition services to employers that are downsizing their workforces, creating a true end-to-end solution.

 
What are the advantages of RPO?

benefits of an RPO model.

With an RPO model, your company can:

  • enhance workforce planning and execution using analytical insights
  • build a robust talent pipeline through candidate engagement and employer branding
  • minimize hiring costs by reducing reliance on third-party agencies
  • mitigate risks with compliant hiring practices
 

what are the various RPO models?

There are several considerations when determining what type of RPO solution is best for your organization. Here are the the four main types commonly offered in the market:

end-to-end RPO.

An ongoing solution encompassing all services involved with permanent recruitment, including technology investments. An end-to-end solution produces the greatest savings, efficiencies, hiring outcomes, satisfaction and compliance, but is also the most complex and time consuming to implement. The RPO provider will deliver on-site and off-site resources who consult with your hiring managers, process requisitions, source and screen candidates, schedule interviews, prepare and present offers, and conduct onboarding activities. End-to-end RPO often evolves through value-added services, such as employer branding and contingent workforce management.

project RPO.

An end-to-end approach applied to a specific project, such as a new product launch. Project RPO is an effective solution if your organization wishes to maintain its internal recruitment capabilities for day-to-day hiring, but needs the benefits of an end-to-end approach for a project in scope.

selective RPO.

Addresses and strengthens specific components of your company’s internal recruitment process. For example, many employers strictly outsource sourcing and screening processes, retaining critical services such as interviewing and offers. With a selective RPO, you receive best practices for the services in scope only.

recruiter on demand (ROD).

Provides as many recruiters as needed to help your company address spikes in hiring, new business initiatives, product launches or achieve other business goals. An ROD solution allows you to add recruitment capabilities immediately, without any need for process changes or technology implementation; however, its impact is the least transformational and does not typically result in permanent process improvements.

 
 Determining the right RPO model for your organization.

how do I determine the right RPO solution?

Selecting the right RPO model depends on your company’s current challenges and future goals, but with many solutions available, almost any organization can benefit from one of these choices.

Here are some important questions to ask:

  • Do we need resources on a temporary or permanent basis?
  • Do we want to transform our company’s current recruitment processes?
  • Are our agency use and costs consistently high due to ineffective internal recruitment strategies?
  • Do we want our recruitment capabilities to reflect the most updated methods and practices?
  • Are our talent needs urgent due to a new initiative or problems with the internal team?
  • Do we know how and when technologies, such as recruitment marketing tools, candidate engagement solutions or talent analytics, can best complement human intelligence to improve our recruitment results?

With a better understanding of your current capabilities and challenges, you will be able to choose a solution that’s well-suited to address your organization’s goals. RPO offers great flexibility and agility; a solution that is right for you today can easily be adapted to your evolving requirements in the future.

 

what are the costs of RPO?

The cost of an RPO is based on a monthly management, placement and/or project fee. In an end-to-end solution, you would typically guarantee a minimum volume of hires to provide a baseline cost. For each placement, an incremental charge is added.

A project RPO may be similarly priced, but because the scope and volume are usually well defined and distinct, your RPO provider may be able to provide a more specific estimate. In selective RPO, fees can be determined by volume (per candidate scheduled for interviews, for instance) or a specific project (i.e., an employer brand audit). In all cases, RPO costs tend to be lower than those of a recruitment agency.

how do I get started?

Start by identifying issues that get in the way of your ability to attract and hire high-quality talent. Once you have an understanding of those challenges, you can work with the experts to better determine the right RPO solution for your organization.

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